Basic Facts about Employment with Edmonton Catholic Schools

The Employment Contract

When you signed your application form, employment contract and agreed to become an employee, you entered into a contractual arrangement with the Board called an Employment Contract. This contract is important to you and the Board because it legally binds your employment to the Board and the Board to you. This is not to say that you couldn't look for other work if dissatisfied, it only means that while employed with the Board, both the Board and you have agreed to abide by a number of specific, binding arrangements.

Falling under the general heading of Contract Law, the Employment Contract lets you know what you can expect from the Board as well as what the Board can expect from you. As an example, you can expect to be paid according to the compensation programs of the Board, you can expect to receive the health benefits the Board offers as well as to be provided wage increases at set out by Policy. The Board, on the other hand, has the right to expect: regular attendance with the exception of authorized absences, your best effort at work and for you to be loyal while in the employ of the Board. This is not a comprehensive list but it gives you a sense of what you can expect and what is expected of you.

Your Employment Contract with the Board is not just a list of mutual expectations. Provincial Legislation and your Collective Agreement have served to amend the obligations the Board has to you and you to the Board.

Provincial Legislation has served to amend the Employment Contract by adding further obligations onto the Board. As an example, legislation has been created to ensure that employees work in a safe environment, are able to work free from harassment and/or discrimination, or are not terminated improperly or if they are then they receive severance pay to compensate for the improper termination. Provincial Legislation, in some cases, can dictate the qualifications required for a specific position. As an example, according to the School Act http://www.qp.gov.ab.ca/Documents/acts/S03.CFM, teachers must have a provincial teaching certificate in order to teach. As well, teachers are also obligated to teach in a competent manner.

It is important for you to know that you cannot waive your rights under legislation. It is illegal to both offer and for you to accept an agreement with the Board that violates any piece of applicable legislation. As an example, you may not agree to waive your rights to be accommodated if you are injured at work.

A short list of applicable legislation that affects the Employment Contracts includes:

• Employment Standards Code http://www.qp.gov.ab.ca/Documents/ACTS/E09.CFM

• Human Rights Citizenship and Multiculturalism Act http://www.qp.gov.ab.ca/documents/acts/H14.CFM

• Labour Relations Code (if you belong to a certified union/association) http://www.qp.gov.ab.ca/Documents/ACTS/L01.CFM

• Occupational Health and Safety Act http://www.qp.gov.ab.ca/Documents/ACTS/O02.CFM

• School Act http://www.qp.gov.ab.ca/Documents/ACTS/S03.CFM

• Pension Fund Act http://www.qp.gov.ab.ca/Documents/ACTS/P04.CFM

• Workers Compensation Act http://www.qp.gov.ab.ca/Documents/ACTS/W15.CFM

The Collective Agreement (if you are a member) has also served to amend your Employment Contract. Your Union /Association has negotiated modifications to your Employment Contract in areas such as the length of your workday, how the Employment Contract may be terminated and how differences with the Board may be processed (grievance procedure). Your Union/ Association has the opportunity to further amend your Employment Contract each time the Collective Agreement expires.

Your Employment Contract binds you to the Board and the Board to you until one or the other decides that the relationship is no longer mutually beneficial. It is at that point that you may provide appropriate notice to the Board of your decision to resign from your position. The Board requires notice consistent with your position. Appropriate notice ranges from a minimum of two weeks to as much as an individual feels they can provide.

Terms and Conditions of Employment

As part of your Employment Contract, the Board requires that you understand and comply with the Terms and Conditions the Board feels are essential in their maintenance of educational operations. It is important for you to know that failure to comply with the following Terms and Conditions of Employment could result in disciplinary action up to and including discharge. Many of these Terms were outlined to you in your recruitment and orientation process. Others have been made available to you by way of postings. Please read these carefully. Please see your Supervisor or call Human Resources for clarification on any of these.

• Administrative Regulations 203

Staff Reductions

For information on the process for staffing reductions, please visit your employee group for further details:

• Certificated Administrative Regulations 202.1

• Classified  Administrative Regulations 202.2

• AUPE Collective Agreement

Questions and Disputes with Co-Workers or Supervisors

The goal is the Board is not a workplace free of disputes but rather a workplace where everyone can have their questions answered without fear and where disputes can be resolved amicably for the betterment of our education system.

Disputes can arise from a number of different sources. These include:

• An incomplete knowledge of the objectives/goals of others or the department itself.

• Conflicting objectives/goals

• Misunderstanding as to goals and objectives

• Unresolved disputes that have left behind unresolved emotional issues

In any event, the priority is to resolve the problem.

You have a number of options in having a dispute resolved:

• If the dispute is with another individual within your Department, you can attempt to resolve the problem with that individual in a frank face-to-face discussion. You are encouraged to ensure you have the same understanding of the problem and the same objectives. While you may attempt to clarify priorities or goals between yourselves, you may find it more convenient and accurate if you see your Supervisor for clarification of priorities or goals and objectives.

• A dispute with your Supervisor can take on many forms. You may disagree on priorities or goals. In that case, you are encouraged to ask for clarification and/or a review. If you feel your Supervisor is being unfair, you have the obligation to state so in a candid, straightforward but respectful manner. If your issue is not resolved, you are urged to take the matter to the Director of Human Resources Services. If your Supervisor has offended you in a manner consistent with the Human Rights Code including Harassment or Discrimination, you are urged to follow the process outlined in the section entitled Human Rights.

• If your dispute is with an individual in another department, you are still encouraged to resolve the problem with the other individual in a frank face to face discussion. You are encouraged to ensure you have the same understanding of the problem and the same objectives. If there is no resolution, both of you are encouraged to address the issue with your respective Supervisors. Through this method, both of you can ensure you have the correct information and priorities/goals. If need be, the Supervisors may provide clarifying information to either or both of you for an expedited problem resolution.

• If your dispute is with someone not employed with the Board, every effort needs to be made to remain calm, focused on problem solving and to be respectful. Please remain informative. Offensive, rude or discriminatory/harassing remarks made to you should be reported to your Supervisor immediately. There is no obligation to subject yourself to harassment or discrimination. If you receive inappropriate remarks, please tell the individual that you feel the remarks are inappropriate and unwanted. Ask them to focus on the issue at hand as well as to refrain from further inappropriate remarks. If the remarks continue, at a time you feel that the conversation is no longer of value, advise the individual that the conversation is being terminated for the remarks made to you. Please remove yourself from the situation immediately and report the matter to your Supervisor immediately. As well, please document the situation immediately including the names of individuals involved, dates, times, witnesses and other important information such as what was said. Please become familiar with the contents of the page on Human Rights if you feel the matter warrants further attention due to the harassing or discriminating remarks.

If on the other hand, you feel you may have "stepped over the line" in a comment made to a non-employee and if the individual you made the comment to is still present, you are encouraged to remember our Board's Values and respond accordingly. Please apologize and make amends if you feel that is warranted. If you feel an apology is not warranted, please advise your supervisor of the situation in the event the problem escalates to your supervisor's level.

Human Resource Services Questions

Depending on the topic and nature, your questions can be addressed to any number of individuals:

• Most employment related questions can be addressed to you Supervisor. This includes when your next performance review will occur, promotional opportunities, problematic situations, personal development, etc.

• Please go to http://www.efap.ecsd.net/ if your problem is of a personal nature and requires professional attention. Problems could include alcoholism, drug usage, marital issues, children issues, interpersonal difficulties, anger management and more.

• Feel free to call Human Resources if you have an employment related question. These can be addressed to the following:

• As an alternative, you can return to the Home Page of our web site and go directly to the area of your choice.

Policies and Procedures

The School Board has a number of Policies and Procedures that all employees are required to follow. Please take the time review these Policies and Procedures.

The Work Day

The length of your workday is determined by a combination of the daily hours of work as directed by the Board, the needs of the position and the Collective Agreement where applicable. The length of the day is not at all related to the importance of the position or the employee group. As an example, a Teacher Assistant may work a 6-hour day for no reason other than that's the length of the school day. It bears no resemblance to the very important work that these people perform.

As well, the length of your workday depends on your full time/part time status. A full time employee is required to work the entire workday - whether it be 7 or 8 hours. A part time employee is only required to work their equivalent. As an example, a .5 employee is only required to work one half (.5) the time that full time employees of the same employee group.

The length of the workday is outlined in your Collective Agreement. The following provides a brief synopsis of your hours of work:

You are encouraged to review your Collective Agreement, call your local Union/Association representative or your Supervisor for more details.

Injuries while at Work

By law, you are required to report all work-related injuries to your Supervisor. Failure to do so may jeopardize the acceptance of your claim.

Attendance at Work

• Administrative Policy 206

• Administrative Regulations 206

Reporting my Absences

You are required to report all incidents of absenteeism. You can do so in one of two ways:

• You can call into AESOP at 1-800-94AESOP (1-800-942-3767). You must use the 1-800 number in order to access AESOP. Failure to do so will connect you with a local Edmonton number.

• You can access AESOP on line at: http://www.aesoponline.com. You will need to know your employee number and you PIN number to access this web page. Please call Human Resources Services if you have lost or forgotten your Pin Number.

Leaving messages with colleagues or asking colleagues to report your absence to your supervisor is not permitted.

Do I need a note in the event of any absence?

No, only absences longer than five days require medical documentation.

What if I can't call you to report an absence?

There may be times when you can't advise us to report an absence - perhaps even over several days. These include hospitalization and an inability to speak resulting from a severe accident, incarceration or being in a violent snowstorm which disables communications. In situations like this, we ask that you call us at the earliest opportunity. You will not be held responsible where conditions beyond your control did not allow you to call the Board.

The following are Human Resources Policies on Leaves of Absence and Absenteeism.  Please see our section on Policies and Procedures if you have a question.